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Tag: The Equal Pay Advisor

Newsroom image for the post Equal Pay in 2023: A Preview

Posted December 18, 2022 with Tags

Equal Pay in 2023: A Preview

In recent years, equal pay legislation has taken a new form. Gone are the days in which recruiters must merely avoid questions about prior salary history. Now, various states require recruiters to respond to requests about the expected salary for …

Newsroom image for the post It’s the Best Time of the Year…For a Pay Equity Audit

Posted December 18, 2022 with Tags

It’s the Best Time of the Year…For a Pay Equity Audit

As 2022 draws to a close, employers are preparing for holiday parties, analyzing their staffing, and assessing compensation for the coming year in light of significant inflationary pressures and historically low unemployment rates. One item employers should consider is pay …

Newsroom image for the post Top 5 Reasons to Do a Pay Equity Audit in 2022

Posted March 2, 2022 with Tags

Top 5 Reasons to Do a Pay Equity Audit in 2022

There’s no time like the present to conduct a pay equity audit. This year, employers face historic competition to recruit and retain talent. With continued pressure to increase DE&I efforts and a wave of new pay equity laws, a pay …

Newsroom image for the post Keeping Up With Pay Transparency Laws

Posted March 2, 2022 with Tags

Keeping Up With Pay Transparency Laws

New York City will soon be joining the growing list of jurisdictions that have passed pay transparency laws. Effective May 15, 2022, employers with at least four employees in New York City will be required to disclose the minimum and …

Newsroom image for the post Remote Employees and Colorado Pay Disclosure Requirements

Posted November 16, 2021 with Tags

Remote Employees and Colorado Pay Disclosure Requirements

Over the last few years, employers across the United States have become accustomed to dealing with a patchwork of state pay equity requirements, including some that give employees the right to request and openly discuss and disclose their wages. A handful of states and municipalities have gone farther, enacting pay transparency schemes under which employers must affirmatively disclose the pay ranges for a position. States that impose some kind of pay transparency requirement include California, Colorado, Connecticut, Maryland, Nevada, Rhode Island, Washington. These states, and others, have recently adopted new or revised pay equity statutes imposing additional requirements upon employers.

Newsroom image for the post Roving Employees and How to Pay Them

Posted November 16, 2021 with Tags

Roving Employees and How to Pay Them

Employers in the not-to-distant past constructed pay scales based in part on the location of the employees. Employers routinely paid employees in New York City, San Francisco, and Los Angeles a premium. By 2021, however, the concept of a worksite has been exploded, and employees work virtually from across the country. This change has dramatic implications for employers analyzing whether to structure pay scales tailored to geographic locales.

Newsroom image for the post Pay Equity Analyses in the Land of Zoom

Posted November 16, 2021 with Tags

Pay Equity Analyses in the Land of Zoom

The COVID-19 pandemic has impacted many areas of the employment landscape. Job descriptions, essential functions, ADA accommodations, undue hardship, and Title VII religious accommodations are all areas that have been substantially impacted by the virtual work environment and the availability of mechanisms such as Zoom to substitute for physical attendance. Pay equity analyses are just the latest area to be impacted by the virtual environment. Employers may need to rethink how they conduct their pay equity analyses going forward.

Newsroom image for the post Does Your State Prohibit Asking Salary History?

Posted September 9, 2021 with Tags

Does Your State Prohibit Asking Salary History?

Nevada and Rhode Island will soon join the growing list of state and local governments prohibiting employers from requesting salary history from applicants, the most common form of pay equity legislation. As employers transition to remote workforces and attract applicants …

Newsroom image for the post Pay Equity and the Pandemic: A Primer for Higher Ed

Posted May 24, 2021 with Tags

Pay Equity and the Pandemic: A Primer for Higher Ed

After a year unlike any other, colleges and universities are grappling with historical challenges. While adjusting to reduced attendance, converting to online programming, and ensuring a healthy and safe environment, many higher education institutions operated with significant budget shortfalls. The resulting furloughs, layoffs, and work reductions may add a wrinkle—pay equity complaints. 

Newsroom image for the post Illinois Adopts New Equal Pay Requirements

Posted May 24, 2021 with Tags

Illinois Adopts New Equal Pay Requirements

Many states across the country have adopted new or revised equal pay laws in an effort to address pay inequities in the workplace. Illinois joined that list with March 22, 2021 amendments to the Illinois Equal Pay Act of 2003 and Illinois Business Corporation Act, which took immediate effect. The amendments require employers to assemble, submit, and, in some cases, even publish demographic and pay equity data. 

Newsroom image for the post Biden Administration Pushes New Federal Equal Pay Requirements

Posted May 24, 2021 with Tags

Biden Administration Pushes New Federal Equal Pay Requirements

During the Trump Administration, equal pay advocates focused their attention on legislative and regulatory changes at the state and local levels. These advocates believed change was impossible at the federal level. Still, they successfully convinced states to revise their equal pay statutes and enhance state-level protections against pay inequities. However, with the changing of the White House, pay equity advocates have refocused their attention back on the federal government.

Newsroom image for the post Pay Equity Advocates Leverage Shareholder Derivative Lawsuits To Drive Pay Equity Efforts

Posted April 5, 2021 with Tags , ,

Pay Equity Advocates Leverage Shareholder Derivative Lawsuits To Drive Pay Equity Efforts

Pay equity advocates have used a variety of mechanisms to pressure employers to prioritize pay equity in the workplace. These efforts include shareholder resolutions regarding pay equity, threats of divestiture, and public campaigns against particular employers. Recently, pay equity advocates have unveiled a new tactic to enhance pressure on public corporations to prioritize pay equity: failure to comply with their own pay equity promises. These lawsuits signal a new front in the activist war against perceived pay inequities.

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